ReportWire

Tag: talent retention

  • Here’s How Corporate Social Responsibility Can Create a Great Workplace

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    Talent doesn’t just follow the money—it responds to new opportunities and improved quality of life offered by new positions. In today’s competitive job market (despite recent softening), companies aren’t just promoting open roles; they’re also selling and promoting the communities where those roles exist. If housing is unaffordable, schools are under-resourced, or the communities feel unsafe, top candidates will look elsewhere—no matter how strong the salary or brand. Investing to ensure thriving communities is not just a social good strategy; it’s a strategic business strategy.

    Boston Consulting Group reported that 52 percent of job candidates would decline an attractive job offer if the location didn’t meet their expectations. And with Paychex reporting that 57 percent of business leaders list attracting and retaining talent as top priorities, sustaining healthy, livable communities and building a homegrown talent pool are imperatives.

    Despite recent news narratives and political rhetoric, this points to a greater understanding of the connections between corporate social impact programs and long-term success in strengthening employee recruitment and retention, brand loyalty, and profit margins.

    Companies no longer view investing in their communities as philanthropy.  Rather, it’s an investment in future business success.  Companies have significant opportunities to be bold and adapt to this new reality. And if they don’t, their competitors will.

    Successful corporate social responsibility (CSR) programs are aligned with business strategies, especially efforts to develop tomorrow’s workforce and strengthen communities. According to the latest CSR Insights Survey, conducted by the Association of Corporate Citizenship Professionals (ACCP) and Your Cause from Blackbaud, 51 percent of corporate social impact professionals report increased demand for linking their programs to business value. In the same survey, respondents noted the top issue areas for social impact investments are job training/workforce development, K-12 education, and food insecurity (each scoring at 43 percent of respondents ranking as a top priority issue area for their company), followed by community revitalization (up 2 points to 36 percent) and STEM education (up 3 points to 35 percent).

    What’s behind this concentration on education and workforce issues?

    Companies are recognizing that the pipeline of future talent is at risk without their own efforts. Success depends on hooking every minnow in the pool and preparing them for a job market that is continuing to be radically reshaped by disruptive technologies. The dwindling supply of future workers and the incredibly fluid work environment reflects several widespread trends:

    First, the population is aging. As people live longer, the overall demographic is shifting towards older age groups, with younger generations making up a smaller portion of the population. And a new Baby Boom isn’t on the horizon to balance this trend. National fertility rates are at an all-time low, far below the level needed to maintain a stable population. Many young people, facing financial insecurity and a pessimistic outlook on the future, are less inclined to have children.

    Second, even if elected officials manage to bring a significant number of manufacturing jobs back to the United States — which is by no means certain — young people are neither interested in nor prepared for these positions. Despite a broader interest in trade jobs, manufacturing remains an exception. Recent news articles have noted that surveys show Gen-Z respondents have little desire for industrial roles, citing concerns over poor pay and safety.

    Third, companies are rapidly turning to machine-learning-powered applications to automate many types of work, including a large swathe of entry-level jobs.  Entry-level candidates will need to possess higher-order skills that machine-learning applications cannot handle. Job training and upskilling programs need to prepare job candidates for this future.

    In a world where disruptive technologies are redefining the workplace at lightning speed, investing in education and workforce development is no longer optional—it’s a business imperative. Companies that fail to prepare their people for this new reality risk being left behind.

    Trane Technologies, an ACCP member company, shows what it looks like to lead. For decades, the company has embedded corporate social responsibility into its long-term strategy. Today, it is doubling down with a bold approach to prepare both the workforce of today and the talent of tomorrow with the skills needed to thrive.

    Through its Sustainable Futures initiative, Trane made a $100 million investment and committed 500,000 employee volunteer hours by 2030. The initiative empowers young people and communities by expanding access to STEM and sustainability education, with a particular focus on green careers. This isn’t charity—it’s foresight. By equipping students and young learners with the skills and pathways into high-demand careers, Trane is ensuring a more resilient workforce while addressing one of society’s greatest challenges: building a sustainable future.

    Corporate social impact works best when it is aligned with business goals and community needs. Trane’s example makes the case clearly: preparing people for the jobs of tomorrow is not just good for business—it’s good for everyone.

    At its core, corporate social impact work reflects the belief that a vital society and widespread prosperity are not only ends in themselves, but also important contributors to a healthy bottom line. With a shrinking population and skills gaps looming in the future, it makes perfect sense that firms will leverage social impact programs to not only address societal problems, but also business challenges. The smartest companies won’t just respond to these challenges—they’ll lead, using social impact as a strategic tool to build stronger communities, a future-ready workforce, and long-term business value.

    The final deadline for the 2026 Inc. Regionals Awards is Friday, December 12, at 11:59 p.m. PT. Apply now.

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    Andrea Wood

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  • Zepeda: Building thriving workplaces through recognition, growth | Long Island Business News

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    In Brief:
    • Overwork culture (996 philosophy) destroys value; engagement creates it
    • , authentic feedback and role clarity boost employee fulfillment
    • fosters innovation, accountability and problem-solving
    • Companies that prioritize culture outperform those relying on fear and long hours
    • Future-ready workplaces measure success in resilience, growth and shared purpose

    In my last column, I discussed the lesson of 996 culture, an overwork philosophy that destroys value. Now, the next question is obvious: what actually creates it? The answer isn’t complicated, but it does require courage. Sustainable business success comes from workplaces where people feel valued, fulfilled and empowered.

    When employees feel their contributions matter, engagement rises. Recognition —done consistently and authentically—has outsized impact. It reinforces purpose, reduces attrition, and strengthens alignment between individual effort and organizational goals. Treating people like replaceable parts leads to disengagement. Treating them like essential partners creates loyalty.

    People don’t want to just get paid. They want growth, challenge and meaning in their work. Fulfillment doesn’t require grand gestures; it comes from clarity of role, opportunities to learn and visible pathways to progress. When employees believe their work connects to something bigger than a paycheck, they bring energy and creativity that no time clock can measure.

    Micromanagement and fear extract effort. Empowerment multiplies it. Giving employees autonomy, trusting them with decisions, and equipping them with resources creates accountability and innovation. Empowered employees aren’t just compliant—they’re invested. They solve problems before they escalate and spot opportunities others miss.

    Decades of organizational research show the same pattern: Workplaces that invest in recognition, growth and empowerment outperform those that rely on pressure and long hours. They adapt faster to change, recruit more effectively and retain their best people longer. In today’s economy, talent isn’t just a line item— it’s the competitive edge.

    Executives face a choice: Chase the illusion of productivity through overwork, or build durable systems where people thrive. The companies that win the next decade won’t be the ones squeezing extra hours. They’ll be the ones creating cultures of clarity, trust and shared purpose—where success is measured not just in revenue, but in resilience.

    The future of work is not about grinding harder. It’s about working smarter, leading better, and building organizations where people can excel without sacrificing their or humanity.

    Want managers who maximize effectiveness with clarity, not fear? Let’s talk!

     

    Jaime Raul Zepeda is EVP, principal consultant for and COLOR Magazine, part of BridgeTower Media.

    Wondering whether your organization is on the right path to win? Talk to us at Best Companies Group so we can analyze your organization’s health, your team dynamics, and your leadership’s effectiveness. We’ve helped over 10,000 companies understand and improve their workplace using data-driven strategies. Send me a note at [email protected].


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    Opinion

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  • How to Capitalize On This Thriving Talent Pool to Drive Your Company’s Growth | Entrepreneur

    How to Capitalize On This Thriving Talent Pool to Drive Your Company’s Growth | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    As business operations shift, executives and entrepreneurs are increasingly turning to an on-demand workforce that is simultaneously empowered by technology and drawn to purpose-driven projects.

    Consider Upwork, whose 2020 Future of Workforce Pulse Report revealed that nearly 80% of hiring managers engaging freelancers feel confident about doing so. These hires provide coveted expertise — on a project-to-project basis — that entrepreneurs need to scale their operations without incurring long-term overhead costs.

    This new market paradigm also promotes dynamism, with 79% of businesses agreeing that freelance talent enables greater innovativeness. Perhaps most telling, 84% of hiring managers utilizing it feel more assured about adapting to future disruption, compared to just 69% of those relying solely on full-time staff.

    By capitalizing on freelance marketplaces, entrepreneurs can amplify employer branding, augment capabilities and future-proof organizations, even amid turbulence. As nearly 60% of hiring managers plan to increase engagement with freelancers over the next two years, the time is now for executives to realize their inherent potential.

    Related: Navigating the Great Reshuffle: Why Your Employer Brand is Key in Recruiting Talent

    The job market continues to shift

    After a season of massive hiring, we’re back to seeing layoffs and downsizing. Companies are feeling the bloat—from unused office spaces with rising rent to oversized employee structures — and are shifting focus to hiring only the most essential positions. This leaves a critical talent gap needed for complex projects and specialized tasks. Highly skilled and specialized independents can fill this void.

    A few key benefits to engaging them:

    • Access to niche experts: Platforms like Toptal and Guru provide access to elite professionals from leading Fortune 500 companies and innovative startups. Whether the need is for a machine learning specialist, growth strategist or financial modeler, entrepreneurs can now curate on-demand teams that boast specialized skillsets, enabling them to focus investment on projects with the highest strategic value.

    • Enhanced agility: Leading corporations increasingly “rent” skills by tapping freelance experts for initiatives involving new technologies or while entering unfamiliar markets. With niche contributors available to plug knowledge gaps, owners can explore ideas that once seemed unrealistic due to internal constraints—unlocking inventiveness and first-mover advantage.

    • Stronger employment brand: Blending full-time employees with project-based freelancers signals a commitment to modernization and work-life balance. Offering both engaging work and flexibility will help draw exceptional candidates and help you compete with corporate giants for top-tier talent.

    Related: Can Retirees Thrive in the Gig Economy? Navigating a Changed Workforce

    Tips for capitalizing on gig talent

    Having explored the forces reshaping work, executives may wonder how to effectively leverage freelance platforms. After all, how can you know you’re getting your money’s worth if a hire isn’t physically present full-time?

    • Define projects clearly: Contract hires thrive when expectations and deadlines are established upfront. So, clearly, detail needs around deliverables, success metrics, required skills and projected time investments. Staying ahead when it comes to communication and expectations will help avoid headaches, including delays.

    • Build loyalty with talent: The best independent professionals have options regarding the projects they accept. Study their profiles to discern passions and incentives. Offer interesting work, flexibility and strong communication to motivate interest and improve results.

    • Manage collaboration: Provide steady context, feedback and guidance at each project stage, but also foster autonomy, even while directing efforts toward strategic goals. A dynamic balance of these qualities drives optimal outcomes.

    • Continue expanding your talent pool: Add proven freelancers to an internal database for repeat engagements, and notify talent about new initiatives for which their expertise would provide an edge. Uncovering additional ways, freelancers can enhance the business deepens the relationship.

    Related: Fill Your Talent Gap by Sourcing Candidates From the Veteran Community

    Top platforms for connecting with talent

    Now comes the hard part: finding contractors who bring fractional expertise sets. There are a growing number of platforms, of course, but I’ve found that the following stand out as leaders:

    Fiverr: Ideal for execs seeking design, digital marketing, writing, video and admin support. Known for affordability and ease of posting jobs. It taps a global talent pool, too.

    Upwork: A flexible platform that spans more than 150 skills. Used by everyone from small businesses to global enterprises. Strong at IT, development, design, finance and consulting.

    Toptal: Focuses exclusively on the top 3% of talent. Best for expert software developers, designers, project managers and finance experts. All contributors are extensively vetted.

    Contra: A growing independent platform that vets and connects both job candidates and hiring companies. Best of all, it doesn’t take a commission from projects.

    Related: 3 Strategies to Optimize Your Hiring Process and Find the Best Employees

    The numbers speak for themselves: businesses engaging freelance professionals report greater confidence and competitiveness, as well as the ability to withstand turbulence, yet legacy beliefs can still cause hesitancy among those keen to hire. Supported by such specialized collaborators, companies can explore new horizons unencumbered by a one-time narrow view of staffing models.

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    Tim Madden

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  • How to Structure and Build a Team For Long-Term Success | Entrepreneur

    How to Structure and Build a Team For Long-Term Success | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    My dad was a high school basketball coach in the middle of rural Arizona. He rarely had the exact same group of players on a team year after year, so he never had just one system that he relied on. Instead, he learned to accept that he got who he got, reviewed what talent he had been given, and built that year’s system based on the player’s strengths.

    And I’ve learned from his example. As a manager, that’s how I try to structure my teams. I ask myself who I have or can hire that can fill a role based on their temperament, abilities and goals. Ultimately, that puts people in places where they can contribute, and if those individuals succeed, the team and organization will grow, too. On a larger scale, this can position a company for stronger growth and competitiveness.

    Four core components necessary for success

    There are many ways to structure an organization: A leader can use a matrix structure with various employees reporting across functions or teams. Or, organizations can employ a more formal pyramid structure. Some marketing departments will align their teams around the various audiences or channels they’re trying to reach.

    However, who I’m hiring for the team is much more important to me than how the business charts out. I prioritize who candidates are as a person, looking for four considerable qualities:

    1. Grit — Have they experienced failure in their life, and did they rise above it? Do they own up to that failure and understand the lessons learned from the mistake, or are they still just running from it?
    2. Optimism — I wish I could tell you that I am naturally optimistic. Unfortunately, I’m a glass-half-empty kind of person and know keeping a sunny outlook isn’t easy. I look for consistently positive people because it fosters stronger team bonds. I have found that optimism can often get a person noticed, which tends to move them up the ladder as people gain confidence based on their positivity.
    3. Written communication — I have spoken at several marketing conferences, and the one skill that I have told young marketers is to hone their writing skills. Communicating your ideas within an organization through email, creating an effective AI prompt, or drafting a persuasive marketing plan relies on the written word.
    4. Seeking “good enough” — Marketing budgets are rarely as large as the team believes they need. A good marketer has to make do and figure out how to get things done despite a lack of budget. In my experience, people will often sacrifice “good enough” to reach perfection. They don’t understand that perfection is illusory. It doesn’t have to be perfect, and everybody will make mistakes. The ability to effectively solve a problem in a matter that is efficient and effective without being perfect is a skill that leaders highly value.

    Related: 5 Effective Ways to Build a Winning Team

    Strategic placement means everybody wins

    When leaders are actively developing the structure of their company, it’s wise to hire individuals who are good at things they are not. But they also can look at what individuals have the potential to be good at. In a previous organization, I had an employee who was involved in event management but who wanted to move into marketing; I had another employee who was tired of email marketing but wanted to learn event management. Both employees had to learn new skills to move forward with these new paths. Being in this situation allowed me to help both of them achieve their career goals while putting them in positions where they could learn and be happier.

    Related: 10 Simple Steps to Build an Exceptional and Efficient Team

    True relationships are worth the balancing act

    Leaders have to be careful not to get caught in a situation where somebody could misconstrue their kindness or attention, but being in leadership doesn’t have to mean sacrificing gaining friendships. Balance being too friendly with being able to offer necessary corrections. By nature, I tend to be a people pleaser, so I must work on being tougher — especially early in relationships. After my collegiate basketball career ended, I became a high school basketball referee. I found that the whole game went smoother if I was tough in the first quarter of a game. It is important to establish a sense of control when they first hire a new team member, and then they can infuse the second, third and fourth quarters with more friendship.

    Leaders can have situations that test the relationships they’re working to build. Let’s say someone has two people on their team, and they have to decide which one gets promoted. The one who didn’t get promoted might feel like the leader let them down. Leaders must maintain enough professional distance so that an employee knows it was not due to favoritism in this situation.

    Sometimes, giving certain people opportunities to learn conflicts with the experience others already have. Suppose an employee is an excellent marketer, so they’re put in charge of a small team. What happens if one of the people who will now be reporting to this new manager already has experience as a manager? If the first employee is not given this opportunity, they won’t learn how to manage a team without the promotion — but if they get the position, jealousy could set in with the second employee who has proven skills. In this particular instance, it helps maintain clear communication between those getting the promotion and those not. Utilizing various conversations, such as during mid-year or other reviews, points about your plans for the individual and the overall team can help you manage through the inevitable tough times.

    As I think through my career, it is actually not just my team’s work that I am most proud of. It is seeing those team members go on to become great managers in their own right. If, at the end of the day, I can look back and see many of my former team members becoming great managers, I will feel like I was a success.

    Related: Not Sure How to Grow Your Team? Focus on These 3 Things.

    For a responsive foundation that lasts, build on people

    Company structure matters, but I consider who employees are to be more important when building a business. By intentionally playing chess to move workers where they can have the greatest development and influence, leaders can set themselves and their teams up for success.

    Along the way, leaders shouldn’t be afraid to pursue good relationships, even though doing so requires balancing potentially conflicting goals or interests. By making people the heart of the company and viewing success through a different lens, leaders can establish a reliable, flexible framework that can respond continuously to the future.

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    David Partain

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  • Want to Attract Diverse Talent? You Need to Work on Your Employer Brand — Here’s Why. | Entrepreneur

    Want to Attract Diverse Talent? You Need to Work on Your Employer Brand — Here’s Why. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Now more than ever, this question of what a business’ values, perspective, and stance are on certain social issues is under the microscope of diverse applicants. According to Monster.com, 86% of applicants actively engaged in a job search care about an employer’s reputation with regard to diversity, equity and inclusion (DEI). The same survey found that 62% of applicants would turn down a job offer if their employer did not support DEI.

    In this hiring climate, where hundreds of thousands of jobs have been added to the economy in 2023 alone, employees are looking for their perfect match and feel certain they can afford to wait until they find it. Without communicating DEI as a key value of your business on online platforms, you could be turning off high-value applicants who could join your team.

    So, how can businesses like yours stand out in the vast sea of “now hiring” signs and attract the best of the best diverse talent? The answer is clear: Develop an employer brand.

    What is an employer brand?

    Employer branding is a marketing and communication strategy that builds an emotional connection between the potential employee and the employer by demonstrating a positive image and reputation in its marketing.

    Employer branding involves the rhetoric that’s written on the company’s website, the posts it touts on LinkedIn, and the word-of-mouth reputation that represents its staff makeup, values, and commitments.

    When a diverse applicant sees your newly posted job description and is curious about your business, they likely go to your LinkedIn profile or website to see if yours is the kind of organization they’d like to be a part of. One of the ways companies can present themselves in the most positive light to these applicants is by discussing their values and initiatives around DEI.

    However, there are several missteps companies make when engaging in employer branding that could turn diverse employees off in seconds.

    Related: How Employer Branding Can Help Your Company Be Perceived As A Great Place To Work

    How employee branding could be turning off diverse candidates

    From the brand’s policies to its website messaging, these five mistakes may cause diverse candidates to dismiss your job posting before they even apply.

    1. Your business doesn’t have a DEI statement on job applications

    If you don’t have a DEI statement at the end of your job applications, you’re sending the wrong message to diverse candidates. This statement can be simple and should say something to the effect of “We’re an equal opportunity employer and are committed to providing equal employment opportunities for all applicants and employees, regardless of race, religion, gender, national origin, age, disability, marital status or veteran status.”

    As basic as this statement may sound, it acts to lower the perceived barriers to entry for some diverse applicants. It’s the first step in DEI-centric employee branding that serves as a handshake to diverse candidates. It communicates that “all are welcome” and that one’s identity doesn’t qualify or disqualify someone from being here. It’s a small step that can lead to more diverse applicants applying for your open role.

    2. Your business doesn’t offer ERGs, BRGs, or wellness groups

    An employee resource group (ERG), business resource group (BRG), or wellness group is an important component of promoting a sense of belonging in a company. Diverse applicants are looking for businesses that offer affinity groups, especially if the staff makeup has a sizable group of individuals who share a similar identity.

    It doesn’t always have to be about race, gender, or other common identities. Groups can also be formed around shared values like faith, health, sports and more. The goal is to demonstrate that your business is making a good-faith effort towards promoting community and belonging, and these are important components of a desirable workplace, especially for diverse applicants. Having a page on your business’s website or social media showcasing special groups that employees can join can help your business stand out and appear more welcoming to diverse applicants.

    Related: How to Utilize Employee Resource Groups for a More Diverse

    3. Your business doesn’t offer a flexible work environment

    It’s 2023, and more applicants are looking for flexible workspaces, whether they’re a parent or someone looking for more work-life balance (or work-life blend, as I call it), companies who brand themselves as flexible or accommodating workspaces are more attractive to potential employees than those who enforce rigid work schedules and mandatory in-office days.

    Since the world was taken by storm by the Covid-19 pandemic, more diverse applicants, including people of color, those with disabilities, and gender minorities, began looking for “safer” spaces to work. Minorities have always had to face microaggressions and adapt to the dominant culture in the workplace. However, having more flexibility around their office environment and schedule has helped those individuals find a work-life blend and has eased the burden of daily microaggressions and code-switching in the workplace.

    Related: How Code-Switching Hurts People of Color in the Workplace

    4. Your business doesn’t offer outside-of-work activities

    We all like to have fun and enjoy quality time with others. Companies that brand themselves as “fun” workspaces or ones that offer outside-of-work activities like company outings, retreats or sports activities can attract more diverse applicants and likely retain them longer. Although not every employee should have to participate in these activities, it’s nice to have the option for diverse candidates who are seeking community in the workplace.

    These activities aren’t just for show; they allow employees to bond and cultivate a true sense of belonging and community. Belonging is a critical element of a diverse workplace and should be promoted. Most companies do the bare minimum in offering outside-of-work activities. The consequence is that it can lead many minorities to feel isolated or disconnected from their coworkers–and this certainly does not attract or retain diverse talent.

    5. Build an employer brand that attracts — not repels — diversity

    Your business could have some of the best benefits packages and offerings available, but if you’re not actively discussing them, writing about them on your website and on social media, and sharing them in company emails, your employee brand isn’t going to benefit.

    Don’t neglect to speak about issues potential employees care about, like maternity and paternity benefits, flexible hours, and remote working, as well as diverse representation at all levels of the organization.

    These components of an employee brand can make or break your business’s competitiveness in the hiring market. Be the brand that stands out and attracts the best of the best by honing your employer brand and letting diverse employees come to you.

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    Nika White

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  • 5 Ways to Achieve Better Recruitment | Entrepreneur

    5 Ways to Achieve Better Recruitment | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    While candidates must work hard to impress their potential employers, employers must also present candidates with the benefits of working for the company. Having the right employees on board can contribute to your overall success as a business. They can also minimize the need to hire several times, which can be expensive. Therefore, companies must make a good impression by implementing a highly efficient recruitment process. Here are some ways to achieve better recruitment.

    Related: 6 Strategies for Making a Good First Impression During Business Meetings

    1. Fast-track your hiring process

    One way to improve recruitment is to fast-track the hiring process. You must ramp up your recruitment process to attract qualified and skilled staff. One way to do this is by leveraging modern tech tools like online skill tests and recorded video interviews to filter unqualified candidates, hasten short-list creations, and expedite hiring decisions.

    Another way is by defining job requirements. Loosely defining job requirements can bring the recruitment process to a crawl. Fast-track recruitment aims to quickly identify qualified candidates systematically and accurately within a short period. Organizations must first determine the core competencies required for the position to gauge an applicant’s qualifications.

    Related: How Can You Make the Recruiting Process Faster?

    Before posting a job ad for any position, organizations should conduct a thorough job analysis. They do this by interviewing existing employees holding the job position, reviewing job descriptions, and consulting with subject matter experts. A clear, detailed, and focused outline of the skills and abilities required for the job can shorten the hiring process. In addition, organizations should also consider creating realistic job previews. These include simulations in skill tests replicating on-the-job tasks, and helping hiring teams reduce unqualified applicants.

    2. Implement safer recruitment

    Safeguarding during recruitment is one of the best ways to protect your organization. This is especially true for those working with children and vulnerable individuals. If organizations can detect predatory individuals and prevent them from working with vulnerable individuals, they can stop several cases of mistreatment and abuse. Safer recruitment can help stop this abuse by ensuring you will not hire dangerous individuals.

    Related: 4 Ways to Strengthen Recruitment, Retention and Engagement in the Wake of the Great Resignation

    Unlike a typical recruitment process, safer recruiting involves additional steps and amendments to the usual steps. The primary steps include creating job descriptions with references to the responsibilities involved in keeping children and vulnerable individuals safe, having references from previous employers, and interviews involving specific questions about the candidate’s suitability to work with children and vulnerable individuals.

    3. Use social media

    Tapping into your social media networks is one of the best ways to improve recruitment. You can rely on social media to stir up interest and attract the best candidates. More and more candidates are now turning to social media for job research. So, you must be able to take advantage of these to increase your chances of finding the best employees.

    Related: 4 Free Ways to Grow Your Social Networks

    Some companies that use social media for recruitment say they have brought in higher-quality candidates, all thanks to social media’s diverse range of filters and hashtags. For instance, Facebook allows you to set advanced search filters to align with the persona of your ideal candidate. You can set the criteria according to location, industry, specific keywords, etc.

    4. Get help from specialist recruiters

    Many businesses are now recognizing the importance of partnering with specialist HR recruiters, as these experts know how to conduct recruitment properly. These specialist HR recruitment agencies can help locate the ideal candidates for your business. Having the right skilled professionals on your team is essential for success.

    Hiring the wrong candidate can cost companies a lot of money, not to mention wasted time and effort. To guarantee the best hire, you must clearly understand your industry, something that specialist recruiters have. They can advise you on industry trends, provide job insights, and benchmark salary offerings. These recruitment agencies will take the time to understand the role, company culture, and business objectives, allowing them to create bespoke hiring strategies.

    Specialist recruiters might charge you a fee but consider that a good investment. When you pay for a recruitment specialist, you will have access to excellent talent pools, job board advertising, and social platforms, allowing you to target and attract ideal candidates.

    5. Look to recruit internally

    When filling up some positions, most companies immediately turn to traditional recruitment, where you look for people outside the company who can fill in these positions. Why don’t you look within the company and see if some of your existing employees would be willing to take the roles? The process is called internal recruiting, which involves hiring someone from within the organization.

    One of the benefits of internal hiring is providing growth opportunities to employees. If you allow employees to grow, they will be happy to stick for a long time, reducing turnover rates.

    If you are confident about your team’s abilities, you already have a great pool of talents from whom you can hire to fill in new roles, and that means you won’t have to invest time, effort, and money in recruiting new ones. You won’t have to undergo background checks, conduct interviews, and other time-consuming steps involved with recruitment.

    Internal recruitment also allows you to save money. As you know, there are monetary costs involved in recruiting new employees. These can include paying for ads, fees for recruitment specialists, conducting interviews, and more. But if you already have people in the organization who can carry out the role, why don’t you onboard and train them?

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    Under30CEO

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  • 5 Leadership Challenges for 2023 (and How to Overcome Them) | Entrepreneur

    5 Leadership Challenges for 2023 (and How to Overcome Them) | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Leadership is a dynamic and constantly evolving field. As the world changes, so do the challenges that leaders face.

    Throughout 2023, leaders will face new and unique challenges that will require them to adapt and innovate. In this article, I will outline five of these challenges and suggest practical steps that leaders can take to address them.

    The remote work revolution

    One of the main challenges that leaders will face in 2023 is the remote work revolution — which was accelerated by the Covid-19 pandemic.

    In this new reality, leadership must find ways to direct their teams effectively when they are not physically present. This requires leaders to develop a clear and concise communication strategy, establish clear expectations for their team, and invest in technology that enables them to stay connected with their team.

    Effective communication and clear expectations are key to ensuring that remote teams remain productive, motivated and engaged, even when they are working from different locations. Additionally, leaders must find ways to foster a sense of community and collaboration among remote team members and to provide them with the support and resources they need to succeed in this new work environment.

    Related: 18 Inspiring Lessons From the GOATS of Entrepreneurship and Leadership

    The talent shortage

    The global economy is growing, and this means that businesses are expanding and hiring.

    However, there is a talent shortage in many industries which is making it increasingly difficult for organizations to find the skilled workers they need. To overcome this challenge, leaders must adopt new and innovative recruitment and retention strategies that attract and retain the best and brightest employees. This may involve offering flexible work arrangements, providing ongoing training and development opportunities, and creating a supportive and inclusive work environment that values diversity and inclusion.

    Additionally, leaders must be proactive in identifying and developing talent within their own organizations, providing their employees with opportunities for growth and advancement and investing in programs that help to upskill and reskill their workforce. By doing so, leaders can ensure that they have the talent they need to succeed in an increasingly competitive and rapidly changing business environment.

    The rise of automation and artificial intelligence

    The rise of AI is a third major challenge that leaders will face in 2023. With technology advancing rapidly, leaders must find ways to integrate these new tools into their organizations and ensure that their workforce is equipped to work effectively with them.

    This requires leaders to be proactive in adopting new technologies and investing in the training and development of their employees. It also requires leaders to stay abreast of emerging trends and developments in the field — and to be prepared to adapt their organizations accordingly.

    Furthermore, leaders must also be mindful of the potential ethical implications of automation and AI. They need to ensure that their organizations are using these tools in ways that are fair, transparent and in compliance with all relevant laws and regulations.

    By embracing these technologies and investing in their workforce, leaders can ensure that their organizations are at the forefront of innovation and well-positioned to succeed in an increasingly digitized business landscape.

    Related: 70% of Male Leaders Believe This Industry Is Inclusive — But Most Female Leaders Disagree.

    The changing nature of work

    With advances in technology and globalization, many traditional jobs are becoming obsolete and new forms of work are emerging.

    To succeed in this changing environment, leaders must be flexible and adaptable and must be prepared to reinvent their organizations as necessary. This requires leaders to be proactive in identifying new business opportunities and to be open to new ways of working.

    It also requires leaders to invest in their workforce, providing them with the training and development opportunities they need to succeed in this new work environment. Furthermore, leaders must be proactive in developing a supportive and inclusive work culture and must find ways to engage their employees and to keep them motivated and committed.

    By doing so, leaders can ensure that their organizations are well-positioned to succeed in a rapidly changing and increasingly complex business landscape.

    Related: How to Lead With Emotional Intelligence in 2023 and Beyond

    The importance of mental health

    With the Covid-19 pandemic having a significant impact on people’s mental health, leaders must find ways to support their employees and ensure that their workplace is a supportive and inclusive environment. This requires leaders to create a culture that prioritizes mental health and wellbeing and to invest in programs and resources that support employee wellbeing.

    It also requires leaders to be mindful of the potential impact of work on mental health and to implement practices that minimize stress and promote resilience. Furthermore, leaders must also be proactive in addressing any mental health issues that may arise, and to provide their employees with access to support and resources as needed.

    By doing so, leaders can create a supportive and inclusive work environment that promotes the wellbeing of their employees and contributes to the overall success of their organization.

    Related: What Digital Leaders Most Need to Overcome Modern Challenges

    The challenges facing leaders this year are significant and will require creativity, innovation and a willingness to adapt. However, by embracing new technologies, supporting their employees and leading with compassion, leaders can rise to the challenges and build successful organizations that will thrive in the years to come.

    Remember, leadership is not just about making decisions — it’s about taking the time to listen to your team, understanding their needs and finding the best solutions to meet these needs. If you can do this, you will be a leader that people want to follow, and you will create a culture of success and growth within your organization.

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    Gordon Tredgold

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  • 6 Employee Benefits Every Leader Needs to Know | Entrepreneur

    6 Employee Benefits Every Leader Needs to Know | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    As an employer, it’s critical to be a rule follower and toe the legal line, including abiding by payroll and tax requirements, and it’s particularly vital to pay attention to employee-related regulations like mandatory benefits. Not keeping a steady eye on them means more than simply disgruntled workers, but fines, penalties and perhaps even jail time.

    Which benefits might you be legally required to provide?

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    Mike Kappel

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